"Temporary Pay Individual Agreement" - Colorado

Temporary Pay Individual Agreement is a legal document that was released by the Colorado Department of Military and Veterans Affairs - a government authority operating within Colorado.

Form Details:

  • The latest edition currently provided by the Colorado Department of Military and Veterans Affairs;
  • Ready to use and print;
  • Easy to customize;
  • Compatible with most PDF-viewing applications;
  • Fill out the form in our online filing application.

Download a printable version of the form by clicking the link below or browse more documents and templates provided by the Colorado Department of Military and Veterans Affairs.

ADVERTISEMENT
ADVERTISEMENT

Download "Temporary Pay Individual Agreement" - Colorado

878 times
Rate (4.5 / 5) 44 votes
Department of Military & Veterans Affairs
Policy Statement
Subject:
Temporary Pay Differential Policy
Effective Date:
July 1, 2008
Summary:
Provides a Means to Compensate Employees for Additional Assignments
Applicability:
All State Personnel and Supervisors of State Personnel
Staff Proponent:
Human Resources
Supercedes:
None - New
A. Background
To provide a method outside of performance pay by which an employee can be financially
compensated for taking on additional and/or higher level assignments for extended periods of
time (exceeding 30 days). This policy is not intended to provide for monetary compensation to
employees who fill-in or provide coverage “in absence of” for short durations such as vacations,
absences due to cold or flu, etc.
B. Purpose
Temporary Pay Differential is a non-base building award that may be granted to a current
employee who assumes the full set of duties (not “in absence of”) of a higher level position that
is:
(1) Acting: vacant or the incumbent is on extended leave for a period longer than 30 days but
less than six months. The differential shall not exceed six months for any given acting
assignment;
(2) Project: for a long-term project assignment that is not an expected or customary part of the
regular assignment and is critical to the mission and operations of the agency as defined by the
purpose of the project, its time frame, and the critical nature and expected results; or
(3) Critical Skills: to retain a unique, specialized set of skills or knowledge that is critical to the
mission and productivity of the agency and the loss would result in documented severe adverse
effect on the agency’s mission and productivity.
C. Policy
Temporary pay will apply only to current qualified employees, is non-base building, is included
as salary for PERA and overtime calculations, and paid through regular monthly payroll. The
Appointing Authority will approve the following Temporary Pay Differential “pay out”
decisions:
a. amount to be paid, which cannot exceed the statutory lid in any month;
b. length of award, with acting appointments limited to six months;
Department of Military & Veterans Affairs
Policy Statement
Subject:
Temporary Pay Differential Policy
Effective Date:
July 1, 2008
Summary:
Provides a Means to Compensate Employees for Additional Assignments
Applicability:
All State Personnel and Supervisors of State Personnel
Staff Proponent:
Human Resources
Supercedes:
None - New
A. Background
To provide a method outside of performance pay by which an employee can be financially
compensated for taking on additional and/or higher level assignments for extended periods of
time (exceeding 30 days). This policy is not intended to provide for monetary compensation to
employees who fill-in or provide coverage “in absence of” for short durations such as vacations,
absences due to cold or flu, etc.
B. Purpose
Temporary Pay Differential is a non-base building award that may be granted to a current
employee who assumes the full set of duties (not “in absence of”) of a higher level position that
is:
(1) Acting: vacant or the incumbent is on extended leave for a period longer than 30 days but
less than six months. The differential shall not exceed six months for any given acting
assignment;
(2) Project: for a long-term project assignment that is not an expected or customary part of the
regular assignment and is critical to the mission and operations of the agency as defined by the
purpose of the project, its time frame, and the critical nature and expected results; or
(3) Critical Skills: to retain a unique, specialized set of skills or knowledge that is critical to the
mission and productivity of the agency and the loss would result in documented severe adverse
effect on the agency’s mission and productivity.
C. Policy
Temporary pay will apply only to current qualified employees, is non-base building, is included
as salary for PERA and overtime calculations, and paid through regular monthly payroll. The
Appointing Authority will approve the following Temporary Pay Differential “pay out”
decisions:
a. amount to be paid, which cannot exceed the statutory lid in any month;
b. length of award, with acting appointments limited to six months;
c. eligibility for payment which shall be based upon:
 criteria for written documentation of unique and critical skill set or
recruitment difficulty (as provided annually by the Classified Human
Resources Director);
 verification that the full set of duties and authorities are attached to the acting
assignment (to ensure that the pay differential is not used for short absences of
30 days or less, or for situations where full authority is not attached); and
 written justification of project assignment and critical skills that include an
annual assessment process submitted by the Supervisor.
D. Procedure
 Determine if position meets the definition of Acting Assignment, Project Assignment, or
Unique skill for a Temporary Pay Differential.
 Prepare a memorandum to your Division Head outlining the criteria listed above (a-c) for
a Temporary Pay Differential, potential impacts on current departmental employees, and
explanation of where and how this differential will be funded.
 Complete the Temporary Pay Individual Agreement, refraining from communicating
intent with employee, refraining from indicating monetary compensation of any kind is
being requested with employee, and refraining from acquiring the employee’s
signature until all approval signatures have been received.
 Attach the memorandum to the Temporary Pay Individual Agreement.
 Submit all documentation to the Human Resource Director for presentation to the
Appointing Authority.
 Upon approval and signatures from the Appointing Authority, arrange a meeting with the
employee to discuss and obtain the employee’s signature on the Individual Agreement.
Return all documents to Human Resources for processing. If it is discovered that the
request for additional monetary compensation was shared with the receiving employee
prior to receipt of approval, the request will be automatically denied.
 Human Resources will file the original agreement in employee’s personnel file.
Official:
William L. Robinson
Deputy Director
Distribution: DMVA Employees and Supervisors
DMVA Website
Department of Military & Veterans Affairs
Temporary Pay Individual Agreement
The Department of Military & Veterans Affairs agrees to compensate the employee listed below
for accepting a short-term assignment. The employee understands that he/she will remain in
their current position, but will perform all of the duties and authorities assigned to the short-term
assignment. In no case will a Temporary Acting Assignment differential continue beyond six
months even if the assignment itself does.
This temporary pay differential shall be paid monthly through regular payroll and is not part of
the employee’s base pay. It is further understood that the differential, in combination with base
pay, cannot exceed the statutory lid. Regular personnel rules and procedures apply. The
employee understand that a Temporary Pay Differential is included in salary calculations for
retirement (PERA) and overtime purposes, if non-exempt, and no aspect of this award is
grievable or appealable, except for discrimination.
Employee Name: _______________________________________________________________
Employee Position Title: _____________________________________ Position Number: _____
Department: ___________________________________________________________________
Temporary Pay Differential is due to (check one):
(1) Acting Assignment: ____________________ (not to exceed six months)
(2) Project Assignment: ____________________
(3) Unique Skill:__________________________
The Matching Pay Differential will be paid out of account: ______________________________
The Temporary Pay Differential will consist of $_____________ or ______% per month, and
will take effect on: _______________________, with the first pay differential being paid on
_______________ and is anticipated to continue for ______________ months. If assignment
exceeds the number of months listed here, a new Temporary Pay Differential Agreement shall be
completed by supervisor and approved through appropriate signatories.
The terms and conditions have been discussed with the employee. The employee understands
and agrees to these terms and conditions.
____________________________ ________
___________________________ ________
Supervisor Signature
Date
Controller’s Signature
Date
____________________________ ________
___________________________ ________
Division Administrator Signature
Date
Appointing Authority Signature
Date
____________________________ ________
___________________________ ________
Budget Administrator Signature
Date
Employee Signature
Date
(Do not discuss with employee until all approval signatures have been obtained)
Page of 3